Identifying Training Needs through Competency Profiling




US$ 3000 Per participant


Competency Profiles match an Employee's Qualifications and Training to the Knowledge, Skills & Attitude required for the Job. The employee's performance in the job depends on his abilities and his resources. The Competency Profile specifies  which  abilities  are  expected  and  the  performance  evaluation  reports  on  how  well  the  employee's  abilities match  the  profile.  The  advantage  of  using  a  Competency  Profile  for  this  purpose  is  to  remove  personal  bias.             The Competency Profile lets companies review and validate personnel decisions objectively.

Successions Planning with Competency Profiles give a company a tool to help make Succession Decisions. When Competency Profiles exist for Top Management, it is easy to identify candidates down the Organizational Ladder who have the required qualities to take over the top jobs. The advantage of using competency profiles for these decisions is  to  reduce  influence  from  playing  favorites  or  nepotism. In succession, as in other decisions on promotion, Competency Profiles take personal preferences out of the equation and substitute facts. 

It has been calculated that the average length of time before a job is re-structured today is between 2 and 3 years. The increasing pace of change in business processes, corporate mergers and advances in technology require that jobs be  regularly re-defined and updated. A well-structured and defined  job will prevent overlapping or unclear responsibilities, and will allow the incumbent to focus clearly on the outcomes required of him/her. It  will also facilitate the development of an effective performance management system and a targeted training plan, geared to the Key Performance Areas of the Job.




By attending course participants will be able to:

  •  Equip  Participants  with  both  the  confidence  and  ability  to     develop  Competency Profiles and  use these in managing and enhancing Job Performance specifically by identifying targeted training needs.
  • Learn  to  distinguish  between  activity  and  results,  effort  and achievements, pedigrees and performance!
  • Gain
  • insight into the modern focus on outcomes and competencies.
  • Be  able to analyse jobs, map work processes, identify key performance areas and highlight the  competencies required by successful job-holders.
  • learn how to use competency profiles to clear overlapping job responsibilities, clarify the training  requirements of a position and manage performance according to agreed outcomes.. 
  • Apply the right process and tools for defining and assessing Competencies in line with Competency Dictionary Model.
  • Able to identify the required Knowledge, Skills, and Attitude to develop a Competency Profile within given time.




  • Module (01) Introduction to  Job Competency.
  • Module (02) Levels of Work in Business  .
  • Module (03) Benefits of an Integrated Competency.
  • Module (04) Measuring Competency Related to Results.
  • Module (05) Competency Profiles.
  • Module (06) Training Needs Analysis. 
  • Module (07) Constructing a Competency Framework.
  • Module (08) Assessing ROI of Training Process.
  • Module (09) HR Benchmarking & Best Practices.
  • Module (09) Management Responsibilities & Tools.


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